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The most notable feature of a recovery-supportive workplace is that the organization’s culture, operational systems and workforce community have begun to reflect a collective awareness that substance use disorder — more commonly known as addiction — is a chronic health condition that may require affected individuals to obtain treatment and pursue ongoing care.

“Pay transparency pressures our compensation systems to be more consistent and respond more quickly to changes in the labor market,” said Chris Martin, research economist at Syndio.

Civil rights advocates have said Trump-implemented rollbacks of DEI policies/programs and transgender rights would be a blow to efforts to secure equitable policies and governmental, societal and workplace treatment as well as undermine progress made to address systemic prejudices that have deprived equal opportunities for marginalized groups for decades.

To identify these skills and inform decision making around filling skills gaps, organizations should use data from performance reviews and recognition systems.

., worker feedback, their HR information systems, market survey information) to inform their strategy and regularly adjust their approach according to their findings.

.; Employers are also taking steps to better help employees navigate either their health plan or the health care delivery system through offerings such as concierge services and apps, according to Paul Fronstin, Ph.D., director of health benefits research at EBRI.

Some systems automate this process, making it easy to compile and share this information, King said.

“That means not only less healthy women but reduced presenteeism and increased absenteeism.It’s essential to consider the specific needs of women related to both conditions and potential barriers — such as financial inequities, health system bias, access to care and caregiving burdens — that may impact the way in which they seek care.”

His April 21 presentation, titled “ From Hiring to Staying: Designing Employee Experience as a Talent and Retention Ecosystem ,” will outline how to use an effective employee experience to: ;Recruit in a tough market (when you can’t outpay the competition);; ;Hire for mission, impact and role-fit instead of checking résumé boxes;; ;Better understand how an employee’s first 90 days determine long-term retention;; ;Shape managers to become a true “total rewards delivery system”; and,; ;Build a simple, repeatable approach to workforce planning, focused on future skills, internal pipelines and enhancing capability.; Workspan Daily editor Paul Arnold recently connected with this industry leader to discuss five questions on this important HR topic.

At each company, she drove systemic changes across compensation and benefits, pioneered personalized and choice-based rewards, built values-aligned benefits platforms, and led HR integration through major corporate mergers and transformations.